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SAP C_THR81 Exam Syllabus Topics:

Section	Objectives
Topic 1: Employee Central Core Configuration	- Person, Employment and Job Information objects - Workflow configuration and approvals - Corporate and Country-Specific Data Models - Foundation Objects and organizational structure
Topic 2: Platform Foundations & Permissions	- Role-Based Permissions (RBP) configuration - Business Rules Engine and event derivation - Metadata Framework (MDF) and picklists - Admin Center and system navigation
Topic 3: Position Management	- Company Structure Overview - Integration between Position and Job Information - Position object setup and hierarchy - Mass changes and data import/export
Topic 4: Data Management & Transactions	- Concurrent employment and global assignments - Event reasons and business rules automation - Import/export tools and validation - Hire, rehire, termination and transfer processes

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q144-Q149):

NEW QUESTION # 144
<strong>CHALLENGE 4 — Employee Change Workflow for Department Review</strong> Some employee change requests remain visible to HR shared services and do not reach the expected department reviewer. The same department manager can approve other employee changes in the same location.
What should be validated before changing the workflow configuration?
Response:

A. Whether HR shared services can approve all employee changes centrally until the workflow behavior is reviewed later.
B. Whether all employee change workflows should be routed to both HR and every department manager for testing.
C. Whether the notification wording explains that some requests may stay with HR shared services.
D. Whether the employee record context, department value, and manager responsibility assignment support reviewer determination for the affected request.

Answer: D

Explanation:
Feedback:
The same manager can approve other changes, so the workflow configuration may not be universally wrong. The affected request should be traced through employee context, department value, and responsibility assignment before workflow rules are changed.

NEW QUESTION # 145
A consultant is supporting a scheduled import of future-dated employee holiday-calendar corrections in a public cloud SAP SuccessFactors Employee Central tenant before a month-end payroll review. The file processes correctly for most employees, but a subset completes with warnings and leaves the target records unchanged. Those employees already have approved future workflow requests for employment-detail changes in the same effective period.
The customer wants the holiday-calendar corrections preserved without deleting the already approved future requests, because those requests are part of an approved operating plan. They also do not want a standing manual exception process for employees with future approved actions. The consultant must restore a repeatable administrative load that respects lifecycle controls in the web-based environment.
What is the best next step?
Response:

A. Delete the approved future employment-detail workflow requests, then rerun the warning rows so the holiday-calendar corrections can load without conflict.
B. Retry the warning rows with broader administrative privileges so the import can override the approved future state for this cycle.
C. Adjust the import handling for employees with overlapping approved future changes so the holiday-calendar correction fits into the effective-dated timeline without replacing later records.
D. Exclude employees with approved future workflow requests from all future holiday-calendar imports and require HR administrators to maintain those cases manually.

Answer: C

Explanation:
Feedback:
The warnings are selective and tied to employees with approved future changes in the same effective period. That indicates an effective-dating and lifecycle dependency rather than a broad import defect. Adjusting the import handling so the current correction coexists with the approved future timeline addresses the real cause while preserving validated future actions and keeping the monthly process reusable.

NEW QUESTION # 146
A consultant is testing a manager-initiated change process in SAP SuccessFactors Employee Central Core and Position Management before a pilot launch. In the public cloud web-based environment, the transaction saves correctly, but one derived employee field remains unchanged after completion for a group of workers in a recently added business unit.
The same process updates that field correctly in other business units. The customer wants the transaction to remain standardized across the tenant and does not want managers or HR users to maintain the field manually after each change. The issue started after the new business unit was added to the organizational structure and made available for transactions.
What is the best next step?
Response:

A. Ask managers to maintain the derived field manually for the new business unit until the next release of the project scope.
B. Grant HR administrators direct edit access to the derived field so they can correct each record after transaction completion.
C. Reassign the affected employees temporarily to an older business unit where the field derivation already works correctly.
D. Review the transaction configuration and derivation dependency for the newly added business unit, then correct the setup controlling how the employee field is populated after save.

Answer: D

Explanation:
Feedback:
The transaction itself saves, and the issue is limited to one newly added business unit. That means the core process is functioning, but the derivation dependency for that organizational scope is incomplete or misaligned. Reviewing and correcting the transaction setup for the new business unit addresses the root cause and preserves standardized processing.

NEW QUESTION # 147
A consultant is validating a manager-driven department change process in a public cloud SAP SuccessFactors Employee Central Core tenant. In the web-based UI, managers can start the transaction and select the employee’s company, but for one newly onboarded region the list of available divisions is not empty and not missing values; instead, it shows valid-looking divisions in the wrong business order, causing the intended default division to appear below unrelated regional values.
Other regions show the correct narrowed list. HR leadership wants the consultant to correct the issue before training because users must follow controlled organizational selection without relying on trial-and-error. The customer does not want a separate regional transaction or broader division exposure across companies.
What is the best next step?
Response:

A. Review the organizational relationships and assignment logic introduced for the newly onboarded region, then correct the company-to-division association controlling the filtered division list.
B. Create duplicate division records for the new region so the correct values appear together at the top of the list during selection.
C. Broaden division visibility across all companies so the ordering issue becomes consistent for every region using the transaction.
D. Ask managers in the new region to scroll through the full division list and choose the intended value manually until training is complete.

Answer: A

Explanation:
Feedback:
The issue is subtle: the list is populated, but the filtered set is too broad or incorrectly associated for the new region. Because the problem began when the region was onboarded and other regions behave correctly, the likely cause is not UI rendering but an organizational assignment issue in corporate data relationships. Correcting the company-to-division association restores controlled filtering and proper operational behavior.

NEW QUESTION # 148
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-led organizational move process before a regional rollout. In the web-based UI, managers can select company and division, but for one newly activated operating structure the location list is broader than expected and includes valid-looking locations from a neighboring structure. The action still saves, but testers are choosing incorrect combinations because the filtered scope is too wide.
Other operating structures display the correct narrowed list. HR leadership wants the issue corrected before training because downstream workflow routing and reporting depend on controlled location selection. The customer does not want to broaden location visibility across unrelated structures or create a separate move process for the new rollout group.
What is the best next step?
Response:

A. Ask managers to continue using the current list and rely on training guidance to select the intended location during processing.
B. Create duplicate location records for the new structure so the intended values appear separately from the neighboring structure.
C. Review the organizational associations for company, division, and location in the new structure, then correct the relationship controlling filtered location availability.
D. Broaden location visibility for all nearby structures so the same larger list appears consistently during organizational moves.

Answer: C

Explanation:
Feedback:
The issue is not a missing value but an over-broad filtered list. Because the behavior is isolated to one newly activated structure, the most likely cause is a misaligned master-data relationship controlling which locations should appear after company and division are selected. Correcting that association restores controlled selection and protects downstream routing and reporting accuracy.

NEW QUESTION # 149
......

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